Letter of appointment 26th Nov 2023

Dear Ms. Dikshi,

We are pleased to inform you that the management has decided to appoint you as Business
Development Executive at YHills Edutech Pvt. Ltd, with a commencement date of 02nd
Dec, 2023. Please report to the undersigned on 02nd Dec, 2023 at 11:00 AM at our office
located on Office No. B-98, 2nd Floor Sector 2, Noida-201301.
Your employment shall be subject to and initial probation period of 2 month during which
your performance and conduct will be monitored.
Your commencing salary will be amount 15,000 gross per month payable by 05th of next
month by electronic mode of payment. Incentives will be given to you based on your
performance.
The other terms and conditions of the employment are set out in the Terms & Conditions of
the Employment. The Terms & Conditions of the Employment, along with this Offer Letter
will form your contract of the employment.
Please sign and date both the copies of this Offer Letter and copies of the enclosed Terms and
Conditions of the Employment where indicated, to confirm that you understand and accept the
terms and conditions. Please keep one signed copy of the Offer Letter & Terms and Conditions
of the Employment with you (if you wish to) and return one signed copy of each document to
us by no later than 28th Nov, 2023.
Please advise us of any medical conditions, allergies, special requirements etc. of which we
should be aware to enable reasonable adjustment discussions to be progressed.
If you have any questions concerning the terms of our offer letter, please let us know as soon
as possible and we will do all we can do to ensure they are answered. We look forward to your
reply and look forward to welcoming you to Team YHills Edutech.

Yours sincerely
Aman Kumar, CEO
YHills Edutech Pvt. Ltd.

ACCEPTANCE
I, hereby confirm the acceptance of the employment terms set out in this Offer Letter & the
enclosed Terms & Conditions of the employment.

Name: Sign:
Date:

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
1. Compensation structure during Probation Period:
A FIXED PAY OF RS.15,000/- WOULD BE GIVEN + upto 10,000 incentives based on
the performance.

2. Compensation structure after Probation Period:

Salary Post Probation: 7.00 LPA [3.0 to 4.0 LPA fixed pay + 3.0 LPA incentive pay] based on
the performance.

PLEASE NOTE: YOU ARE NOT ALLOWED TO SHARE YOUR COMPENSATION

STRUCTURE WITH ANY OTHER EMPLOYEE / INTERN WORKING WITH US. IF
FOUND, IT MAY LED TO TERMINATION AND NO COMPENSATION WOULD
BE PROCESSED.

ACCEPTANCE
I, hereby confirm the acceptance of the employment terms set out in this Offer Letter & the
enclosed Terms & Conditions of the employment.

Name: Sign:
Date:

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
 Terms and Conditions of Employment

FOREWORD
This policy handbook is a summary of general policies and procedures of YHills Edutech Pvt.
Ltd. The handbook provides information to help you acclimatize yourself to YHills Edutech
Pvt. Ltd's work environment. The handbook also provides answers to many of the questions
you may have.
Your terms and conditions of employment are outlined individually to you in your formal
contract of employment that has been handed over to you prior to joining YHills Edutech Pvt.
Ltd. This handbook outlines general provisions operating within YHills Edutech Pvt. Ltd. Your
terms are set out in your employment contract and the handbook lists the conditions under
which your terms in the employment contract apply. This handbook is intended for general
guidance only and is not a legal document. If you need clarification on any section of the
handbook you may talk to the Human Resources Department.
You may also get in touch with the Human Resources Department for any additional
information that you would like to know or that you feel should be included in the handbook,
or indeed anything else that would make a member's integration into the organization easier
and better. Due to the quick growth and changing nature of our business, we will be making
changes to the handbook from time to time. These changes will be communicated to you
through your internal HR.

Human Resource
This document is a property of YHills Edutech Pvt. Ltd and is issued in confidence for the
purpose only for which it is submitted. No part of this document may be reproduced,
transmitted, copied, and stored in any form by any means without prior written permission
from YHills Edutech Pvt Ltd. This document is for restricted circulation only.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
CONTENTS
Statement of Philosophy

Introduction

 About YHills

 Aim and Vision

 Mission

Standard Employment Practices

 Equal Opportunity and Workforce Diversity

 Nepotism

 Orientation/Induction

 Employee Duties

 Employee Classifications

Standards of Conduct

Harassment

Drugs and Alcohol

Privacy of Member Records

Recruitment

Selection and Offer

Joining Formalities/Report

General Rules

 Personnel File

 Annual Salary

 Professionalism

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CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
  Discipline

 Hours Of Work

YHills Edutech Pvt Ltd

Property Holidays

Leave Policy & Procedures

Salary Payment

Disciplinary Policies

Grievance Procedure

Resignation and Termination of Employment Departure

 Termination of employment by the company

 Termination of employment by the employee during Probation Period

 Notice Period

 Reliving after Resignation

 Policy for Exit Interview

 Handing/Taking Over Charge

Dismissal

Confidential Information and Intellectual Property

Health and Safety

Policy of Incentive

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
STATEMENT OF PHILOSOPHY
YHills Edutech Pvt. Ltd. wishes to maintain a work environment that fosters personal and
Professional growth for all employees. Maintaining such an environment is the responsibility
of every staff / person. Every employee has the additional responsibility to lead in a manner
which fosters an environment of respect for each person.

It is the responsibility of all the employee / person to:

 Foster cooperation and communication amongst each other.
 Treat each other in a fair manner, with dignity and respect.
 Promote harmony and teamwork in all relationships.
 Strive for mutual understanding of standards for performance expectations and
communicate routinely to reinforce that understanding.
 Encourage and consider opinions of other employees or members and invite their
participation in decisions that affect their work and their careers.
 Encourage growth and development of employees by helping them achieve their
personal goals at the company and beyond.
 Seek to avoid workplace conflict, and if it occurs, respond fairly and quickly to provide
the means to resolve it.
 Administer all policies equitably and fairly, recognizing that jobs are different, but
each is important; that individual performance should be recognized and measured
against predetermined standards; and that each employee has the right to fair
treatment.
 Recognize that employees in their personal lives may experience crisis and show
compassion and understanding.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
INTRODUCTION: WHO WE ARE?
About YHills Edutech Pvt. Ltd.
"We transform abilities into efficacious potential". YHills cater the needs of college students,
willing to acquire certified training in numerous inspiring high tech modern courses along with
dignified internships authored by industry experts.
We efficiently analyze your shortcomings and conjure up a realistic goal for you. We have
made learning easy and interactive via captivating live projects and assessments induced by
professionals, mentoring programs, virtual interactions and effective problem solving.
We are an amalgamation of superior and prodigious collaborations with high tech firms. We
offer cost effective learning and expertise to young aspirants with an incentive of certificate
from sterling companies. We don't compromise quality and success.

Aim
 To help college-going engineering and management students by providing them
technical knowledge through our training & internship program in collaboration witha
few MNC’s.
 To help college students learn about the technologies in real-time with live projects.
 To fulfil the gap between college students and industries so that once students will go
to the industry, they will have the required skill sets with them.

Our Vision
YHills Edutech Pvt. Ltd. will be a world pioneer in the blend of Education, Learning &
Innovation. We believe that achievement, later, is connected to knowing the contemplations
that empower you to supervise and expert the universe of information. We help engineering
and management students by filling the gap between them and top MNC’s by providing the
best training & internship opportunities to the students. Also, we will reinforce our transcendent
projects and support the advancement of explicit new projects that present vital changes for all.

Our Mission
To keep the schooling reasonable for understudies, give the best data to understudies about
colleges and courses. We at YHills Edutech Pvt. Ltd. believe that everybody ought to have
the advantage of a top-notch preparation. Perceiving the current boundaries in the scholarly
world, we proceed with our endeavors to minister an unrivalled assortment of online courses.
To create future pioneers, directors, and business visionaries worldwide through constructive
gateway. Our focus is to provide the best-in-class knowledge to the students and make them
able to crack any company and provide a practical learning platform to them.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
STANDARD EMPLOYMENT PRACTICES
Equal opportunity and workforce diversity
 YHills Edutech Pvt Ltd shall try its best to ensure that its workforce is as diverse as
possible by including members from various income groups and communities. We
recognize the challenges and opportunities presented by a diverse and changing
workforce. We undertake the responsibility to foster a work environment in which
members can grow, contribute, and participate free from discrimination.
 All members are responsible for supporting our commitment to offer equal employment
opportunities and to provide a work environment free from discrimination. We must
also recognize the unique qualities inherent in a diverse workforce and seek to achieve
a culture where differences are looked like necessary assets.
 At a minimum, this means making all people decisions - valuing individual differences
found amongst our members without discrimination and bias based on race, colour,
religion, sex, age, caste, marital status, or in case of individual's disability. Our
commitment to equal employment opportunity, and prohibition of discrimination,
extends to all employment-related decisions. If you have questions concerning equal
employment opportunity or discrimination, discuss them with your Team Leader or
Human Resources department.

Nepotism
 No candidate shall be hired for a position where they may report to or supervise a
member of their immediate family. Immediate family is defined as: parent(s),
stepparent(s), foster parent(s), sibling(s), grandparent(s), and spouse {including
common law or same sex partner), stepchild (ren) or ward of the staff member, father-
in-law, or mother-in-law (including parent of same sex partner).
 Personal relationships with other employees or members of the YHills Edutech Pvt
Ltd, Management should be disclosed prior to accepting any offer from the employer.
Failure to disclose this information would be in line with policies and ethics of YHills
Edutech Pvt Ltd. Such employee can be terminated without any notice in
compensation.

Orientation / Induction
 All new employees of YHills Edutech Pvt Ltd. shall undergo through an
orientation/induction session which will encompass an overview of general policies,
procedures, and operations. This will also provide employees, new to either a position
or YHills Edutech Pvt. Ltd. an opportunity to learn the performance expectations
management has regarding the position in question.
 Employees will be expected to learn its contents. They will also be made aware of
policies such as, Code of Ethics, and asked to sign off on their adherence to same.

Employee Duties

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
  Attached to an Offer of Employment, is a description of the job and the associated
responsibilities, along with any additional tasks possibly required by the employee that
will be used to evaluate performance both during the probation period and after. If an
employee is unsure of its contents, they should not hesitate to ask for clarification.
 From time to time, it may be necessary to amend an employee's job description. These
amendments will be discussed with the employee in advance; however, the final
decision on implementation will be made by management.

Employee Classifications
Each position at YHills Edutech Pvt Ltd. shall be classified on the bases of the duties assigned
and qualifications required for each position. It should be noted that Management positions are
not covered by the hours of work.

STANDARDS OF CONDUCT
 It is the policy of YHills Edutech Pvt. Ltd. that all members must act with fundamental
honesty and integrity in all their company dealings; comply with all laws that govern
our business, maintain an ethical and professional work environment, and complywith
all company policies.
 It also requires that members refrain from behavior that is contradictory to our core
values of Dignity, Accountability, Integrity, Growth, Professionalism and Diversity. If
members fail to meet these expectations, corrective action will be taken up to and
including termination.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
HARRASSMENT
 YHills Edutech Pvt Ltd. wants to provide a harassment-free environment for its
employees and volunteers. Mutual respect, along with cooperation and understanding,
must be the basis of interaction between members and staff.
 YHills Edutech Pvt Ltd. will neither tolerate nor condone behaviors that is likely to
undermine the dignity or self-esteem of an individual, or create an intimidating, hostile
or offensive environment. There are several forms of harassment, but all can be
defined as any unwelcome action by any person, whether verbal or physical, on a
single or repeated basis, which humiliates, insults, or degrades. "Unwelcome", for the
purposes of this policy, refers to any action which the harasser knows or ought to
reasonably know is not desired by the victim of the harassment.
 Specifically, racial harassment is defined as any unwelcome comments, racist
statements, slurs, jokes, graffiti or literature or pictures and posters which may
intentionally or unintentionally offend another person.

SEXUAL HARASSMENT
 YHills Edutech Pvt Ltd. is committed to promote a working environment that
emphasizes equality of opportunity and freedom from fear of harassment for all its
members and is particularly keen on empowering its women members to create an
atmosphere where all can work with dignity.
 It shall ensure that we shall have a workplace free of sexual harassment. Our policy
prohibits all members from engaging in unwelcome sexual conduct or making
unwelcome sexual overtures, visual, verbal, or physical.
 Unwelcome sexual advances, requests, or demands for sexual favors, and other visual,
verbal, or physical conduct of a sexual nature constitute harassment when: Such
unwelcome sexually determined behaviors (whether directly or by implication) as
making or attempting to make, through innuendos or otherwise:
 Physical contact and advances, or a demand or request for sexual favors, or sexually
colour remarks, or any other unwelcome physical, verbal, or non-verbal conduct of a
sexual nature, or verbal abuse and usage of language that have sexual implications.
 Conducting of one-to-one meetings in non-official locations without the consent ofthe
parties involved. Exchanging or circulating e-mail / mail with sexual overtones that are
considered harassment by any party. Showing or attempting to show pornography or
obscene material.

Explanation 1:
'Sexual Harassment’ shall also include the following:
 Unwelcome sexual advances, requests for sexual favors, and/or verbal or physical
conduct of a sexual nature made, either explicitly or implicitly, in return for a term or
condition of instruction, employment, participation or evaluation of a person's
engagement in any company activity.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
  Unwelcome sexual advances and/or verbal, non-verbal, or physical conduct such as
loaded comments, remarks or jokes, letters, phone calls or through e-mail, gestures,
showing of pornography, lurid stares, physical contact, or molestation, stalking
sounds or display of a derogatory nature having the purpose or effect of interfering
with an individual's performance or of creating an intimidating, hostile or offensive
environment.
 Forcible physical touch or molestation, and Eve teasing, innuendos and taunts, physical
confinement against one's will and any other act likely to impinge upon one's privacy.
Any act or conduct by a person in authority and belonging to one sex which denies or
would deny equal opportunity in pursuit of career development or otherwise making
the environment at the workplace hostile or intimidating to a person belonging to the
other/same sex.

Explanation 2:
Further, any such act would be considered a harassment if committed in circumstances where
the victim of such conduct has a reasonable apprehension that in relation to the victim's
employment or work (whether he/she is drawing salary, or honorarium or voluntary), such
conduct can be humiliating or can cause a health and safety problem, or when he/she believes
that his/her objection to such act would disadvantage her in connection with the employment
or work or when he/she believes that his/her objection to such act would deny him/her an equal
opportunity in pursuit of career development or when the act itself or his/her objection to it
creates a hostile or intimidating work environment, or when he/she believes that adverse
consequences might be visited if the victim does not consent to the conduct in question or raises
any objection thereto.

SCOPE OF THE POLICY

 This Policy and Guidelines will be applicable to all incidents and complaints of Sexual
Harassment made by a Member against a Member, or a third party connected with the
Group, irrespective of whether the acts of sexual harassment complained of are alleged
to have taken place within or outside the Company premises.
 This Policy and Guidelines will also be applicable to all incidents and complaints of
sexual harassment made by a third Party against a Member, if the acts of sexual
harassment complained of are alleged to have been committed in his/ her status of and
capacity as a Member of the Group.

Responsibilities regarding sexual harassment:

All employees of the Company have a personal responsibility to ensure that their behaviors is
not contrary to this policy. All employees are encouraged to reinforce the maintenance of a
work environment free from sexual harassment.

Complaint mechanism:
Whether or not such conduct constitutes an offence under law or a breach of the service rules,
an appropriate complaint mechanism in the form of "Sexual Harassment Complaints

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
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Committee" has been created in the Company for time-bound redressal of the complaint made
by the victim.

Procedures for resolution, settlement, or prosecution of acts of sexual

harassment:
 Any internal complaint will have to be raised to Sexual Harassment Complaints
Committee no later than 30 days of the incident.
 The Sexual Harassment Complaints Committee will there after deciding whether to
accept or decline the complaint. If accepted the complaint will be resolved in no later
than 15 days. Thereafter the Sexual Harassment Complaints Committee will
recommend punishment which in this case can be. If found not guilty, no action needs
to be taken.
 If found the complaint to be forged/wrong, the complainant will be punished. (This
could be a monetary fine, termination, warning or a complaint registered with the local
police station).
 If found guilty, (with requisite proofs) the said employee will be terminated, and a
complaint will be registered at the local police station.
 Please understand that this is mandatory and if found guilty in a court of law the
punishment of the said crime is either 2 years in jail or Rs 50,000 as penalty or both.
 All operations of the Sexual Harassment Complaints Committee will be strictly private
and confidential. Anyone found not respecting this will be removed from the Sexual
Harassment Complaints Committee. Any employee accused, presented as a witness will
also be subject to the same.
 Complaints can be raised by emails marking directly to any of the 3 members. If a
complaint is made verbally, then as soon as possible a written complaint should be
made.

The Complaints Committee is responsible for:

 Investigating every formal written complaint of sexual harassment.
 Discouraging and preventing employment-related sexual harassment.
 Taking appropriate remedial measures to respond to any substantiated allegations of
sexual harassment.

Confidentiality:
The Company understands that it is difficult for the victim to come forward with a complaint
of sexual harassment and recognizes the victim's interest in keeping the matter confidential. To
protect the interests of the victim, the accused person and others who may report incidents of
sexual harassment, confidentiality will be maintained throughout the investigatory process to
the extent practicable and appropriate under the circumstances.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
Access to reports and documents:
+All records of complaints, including contents of meetings, results of investigations and other
relevant material will be kept confidential by the Company except where disclosure is required
under disciplinary or other remedial processes.

Protection to complainant/ victim:

The Company is committed to ensuring that no employee who brings forward a harassment
concern is subject to any form of reprisal. Any reprisal will be subject to disciplinary action.
The Company will ensure that the victim or witnesses are not victimized or discriminated
against while dealing with complaints of sexual harassment. However, anyone who abuses the
procedure (for example, by maliciously putting an allegation knowing it to be untrue) will be
subject to disciplinary action.

Obligation of the management

The Management of the company shall provide all necessary assistance/resources for the
purpose of ensuring full, effective, and speedy implementation of this policy. If you believe
that you have been subjected to sexual harassment or have questions or concerns in this area,
immediately seek your HR department.
Conclusion
In conclusion, the Company reiterates its commitment to providing its women employees, a
workplace free from harassment/discrimination and where every employee is treated with
dignity and respect.

DRUGS AND ALCOHOL

YHills strictly prohibits the use of drugs and/or alcohol in the workplace. We expect our
members to be in a clear and conscious state of mind during work hours.

PRIVACY OF MEMBER RECORDS

Maintaining the privacy of member's record always requires careful handling of member’s
information and compliance with all procedures for the maintenance of records and
confidentiality of files. Reference checks and other external members other than Human-
Resources Department requests for information about members must be referred to HR
Department.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
RECRUITMENT
Mode of recruitment
The search for suitable candidates to fill positions will be conducted both internally and
externally. Applications for the positions concerned will be obtained through the following:
 Internal Recruitment
 Job portals
 Campus Selection
"There is no referral policy, and no referral fee will be paid. However, from time to time you
may recommend someone if there is a vacancy.

SELECTION & OFFER

The offer would be generated by HR as per the company norms. The candidate has to sign the
copy of the offer as acknowledgement and acceptance of offer, indicating a mutually agreed
date of joining as mentioned in letter.
YHills Edutech Pvt Ltd member shall be considered for rehiring only when he/she had
continuously worked with YHills Edutech Pvt Ltd for not less than 12 months and should have
applied only after 6 months from date of relieving.

Pre-probation / Training
Every new Joining will undergo 4 (working) days of a Pre-Probation /Training Period during
which your performance, work ethics, attitude and fitment with organization culture would be
gauged. For four days training period, company will not be liable to pay any compensation to
the trainees.

Probation and Confirmation

All members will be on probation for an initial period of 2 months, after which a member will
be due for confirmation. On completion of 2 months’ probation, his/her immediate superior
reviews his/her performance and issue a confirmation letter provided if the member meets up
the expectation drawn by the organization. If the expectations are not met, the management
holds all rights to extend the probation period or end the same.
Please note that the 2 months would be counted from your date of joining i.e. the initial 4 days
would be counted in this period. You will be expected to work as any other employee and abide
to targets assigned by your designated team leader.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
Joining Formalities / Report
All members before their date of joining the Organization will have to complete the joining
formalities with HR, before reporting to their place of work.
The HR will ensure:
1. The joining report of the new member as per declaration of the joining date.
2. The certificates and testimonials as listed below, to be checked and certified to their
correctness.
The following documents need to be submitted by you upon joining:
 Photocopy of Highest Qualification certificate.
 Original and Photocopy of 10th Certificate.
 1 Identity Proof (PAN Card/Driving License).
 1 Address Proof (Aadhar Card / Voter ID Card).
 3 Passport size photograph.
 Experience certificates (if any).
 Bank Details.

All members should produce their original certificates for verification at the time of joining.
The HR will do the verification part for the same. All the required documents will have to be
submitted before joining, failing which the 1st month's salary will not be processed.
In case of submission of fake documents, necessary legal actions will be taken against the
employee and the member would be advised to leave the organization (the final call will be
taken by the top management).

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
GENERAL RULES
All members of the Organization are covered in this policy.

Personnel File
YHills Edutech Pvt Ltd. does collect personal information of employee for inclusion in
Personnel files. This information is available to the employee, the Management and the HR
Department. This information is kept in a secure location and is not shared.

Information which is contained in an employee's personnel file includes the following:

 Resume.
 Photocopy of Offer Letter.
 Experience Letter and Relieving Letter (Previous Company).
 Photocopy of address & ID proof.
 1 passport size Photograph.

Annual Salary
Salaries shall be determined by the Management, based on commensurate with the experience
of the successful candidate. Payroll practices may be changed from time to time at the market.

Professionalism
 When representing YHills Edutech Pvt Ltd. staff should dress and behave
appropriately.
 As a professional Organization, we expect all members to present a neat, clean,
professional appearance always.
 Employees should choose to dress in a manner which presents a professional image to
the public and is respectful of others. Excessive use of profanity is neitherprofessional
nor respectful and will not be tolerated. Formal attire includes formal shirt and pair of
trousers for men and western or ethnic wear for women.
 Any member determined to be in violation of this policy, will be asked to return home
to change. Repeated infractions will be grounds for disciplinary action.
 A professional work environment is important, not only to enhance the image we
present but to improve our attitude about ourselves.

Discipline
Discipline at YHills Edutech Pvt Ltd. shall be progressive, depending on the nature of the
problem. Its purpose is to identify unsatisfactory performance and/or unacceptable behavior.
The stages may be:
 Verbal reprimand
 Written reprimand

Hours of Work
 The regular office hours for YHills Edutech Pvt Ltd. are 11 a.m. to 8:00 p.m. During
core hours, it is expected that all staff is available. All employees are expected to work

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
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 8 hours (Working Hours) per day, which exclude eating break of maximum one (01)
hour.
 IT IS MANDATORY TO WORK FOR 6 DAYS A WEEK OUT OF WHICH
WEEKENDS ARE MANDATORY.
 Employees may also be expected to work after regular office hours also.
 No LATE can be approved in any manner. On Every 3 late reporting, 1 day salary will
be deducted.
 If someone reports after 11:15 AM, it will be marked as Half Day unless otherwise
authorized.

YHills EDUTECH PVT LTD PROPERTY

Upon termination of employment for any reason, all items of any kind created or used pursuant
to the employee's service or furnished by the Employer including but not limited to computers,
reports, files, diskettes, manuals, literature, confidential information, or other materials shall
remain and be considered the exclusive property of the Employer at all times, and shall be
surrendered to the issuer, in good condition, promptly and without being requested to do so in
written or verbal.

HOLIDAYS
The list of Statutory Public Holidays, which will be observed by the company every year, will
be announced prior.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
LEAVE POLICY & PROCEDURES
1. Planned leave: 10 (twice in a month)
2. Sick leave: 8 (only once in a month)
3. Unplanned leave: 6 (only once in a month)

 Two leaves (1 planned leave or 1 sick leave) will be allowed during the probation
period.
 Leaves other than the above-mentioned leaves in a month need to be authorized by the
management. Your respective Team Leader / Human Resource will let you know on
which day you can take an OFF.
 If any employee does not come, then leave will be considered as unauthorized leave
and 2 days salary will be deducted.
 If any employee wants to take leave on Saturday or Sunday, then you must inform to
your concerned TL before 96 hours.
 All employees are supposed to inform their respective team leaders when they take a
leave.
 The above-mentioned leaves will be granted over a period of 1 year.

PLANNED LEAVE
 Planned leaves will always be informed one day in advance or 12 hours (minimum)
which should be approved by the team leaders only. Planned leaves can be followed
with only one sick leave or one unplanned leave only. If an employee takes more than
2 sick leaves after a planned leave, then he/she is supposed to produce a medical
certificate from an authorized doctor/hospital/physician for the same.
 If a planned leave is followed with unplanned leave and then a planned leave, then the
last planned leave should also be authorized by the team leaders.
 All half day planned leaves should be informed one day in advance and should be
authorized by their respective team leaders. In all such situation the employee will be
paid for the half day only.
 You need to drop a mail to your respective Team Leader & Human Resource for all the
leaves which you will take during your tenure. (If you could not send a mail on the day
of taking the leave then you will have to send it as soon as you re-join. Please remember,
this point is valid for unplanned and sick leaves only).

SICK LEAVE
 If you are taking a sick leave, then you are supposed to inform by any means (Mail or
Call) by 10:30 AM to your respective team leaders on the day you are taking a leave or
mark an email one day in advance.
 All the sick leaves could be clubbed together in a month which should be authorized by
the team leaders and a medical certificate should be produced for the same. Sick Leaves
can also be clubbed with planned leaves, but prior approval has to be taken for it.
 Any sick leave or any absence from office for medical reasons more than a day will
require a medical copy or copy of Doctor's prescription.
 If an employee takes a leave in the first half (need to inform by 10:30 AM) because of
medical reasons and can report in the office in the second half, then half day leave

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
 for sickness will be deducted and he/she will be paid for half day only. Similarly if an
employee takes a sick leave in the second half then the half day leave for sickness will
be deducted and he/she would be paid for the half day only.

UNPLANNED LEAVE
 If you are taking an unplanned leave, then you need to inform your team leader in the
first half (before 10.30 am) at any time by call or mail. If you are not able to do so then
it will not be counted as an unplanned leave and that leave would be considered as an
unauthorized leave (Policy for an unplanned leave remains the same).
 An unplanned leave in a month could only be clubbed with sick leave or a planned
leave. An employee cannot take 2 unplanned leaves back-to-back under any
circumstance.
Ex: if an employee takes an unplanned leave and informs before 10:30 to his/her team
leaders about the same. For the next day he/she could take a sick leave or a planned
leave only which must be informed in advance (a day before). If it is not informed in
advance, then it would be considered as unauthorized leave.
 If an employee takes a leave for a half day in the first half and is not able to inform
about the same, then it would be considered as unplanned leave. He/she will be paid for
the full day, but one unplanned leave will be deducted, provided that the person has
unplanned leaves left. (Do remember information has to be given to team leaders, even
if you are allowed not to.)
 Similarly, if an employee takes a leave for half day in the second half due to some
unforeseen circumstances, then he/she would be paid for the full day, but an
unplanned leave will be deducted.
Note: ONLY 1 UNPLANNED LEAVE IS ALLOWED IN A MONTH.

UNAUTHORIZED LEAVES
 If the leave (Any) is not authorized by the Team Leader in any circumstance will be
considered as unauthorized leave and salary for a day will be deducted along with one
paid leave of any kind.
Note: If you have utilized all the leaves and the above condition arise then salary for two
(2) days will be deducted.

HALF DAY BETWEEN HOLIDAYS

 If a half day leave is taken between 2 holidays salary or leaves for 3 days will be
deducted if the leave is not a Planned Leave.
Note: If the leave is unauthorized salary for 2 days will be deducted along with 2 paid leaves.
If you have utilized all the leaves and the above condition arises then salary for four (4) days
will be deducted.

HOLIDAY BETWEEN TWO HALF DAY

 If a holiday falls between 2 half days, salary or leaves will be deducted for the taken
half days and link holidays if both the leaves are not planned leaves.
Note: If the leave is unauthorized Salary for taken half days and link holiday/ holidays days
will be deducted along with same number of paid leave. If you have utilized all the leaves and
the above condition arises then salary deduction criteria for half days will be treated as a

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
deduction for a complete day and the amount of deduction for the holiday/holidays would be
doubled.

SHORT LEAVE
 Short leave means the employee can leave the organization before 1 hour 30 minutes
of the closing time and employee can take only two short leaves in a month.

SALARY PAYMENT
The salary would be credited to the Bank account of the employee of which the details were
provided while joining. Salary would be credited to your bank account by 05th of every month.

DISCIPLINARY POLICIES
 The details given under this section cover discipline and conduct in the workplace and
remedial action in the event of misconduct.
 We need to define this considering the context every member shall, at all the times,
take all possible steps to ensure and protect the interest of the company and discharge
his/her duties with utmost integrity, honesty, devotion, and diligence.
 Every member shall maintain good conduct and discipline and show courtesy and
attention to all persons in transactions and negotiations.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
GRIEVANCE PROCEDURE
 Any member of staff, who wishes to resolve a grievance connected with his/her work
or person a position within the Company, should first discuss the problem informally
with his/her reporting senior/supervisor. If the member remains dissatisfied, the matter
should be raised as part of the formal grievance procedure as follows.
 Step 1: The member sets down in writing the nature of the alleged grievance and sends
the written complaint to his/her reporting senior/supervisor, with a copy to Human
Resources. She/he must inform the reporting senior/supervisor of the basis for his/her
complaint.
 Step 2: The supervisor/reporting senior will invite the member to be hearing at a
reasonable time and place at which the alleged grievance can be discussed. The member
should take all reasonable steps to attend.
 The reporting senior/supervisor will investigate to ensure an objective and fair
outcome. A written response to the grievance will be provided as soon as reasonably
possible and the member will be advised of the right of appeal.
 Step 3: If the member considers the grievance has not been satisfactorily resolved,
she/he should inform the reporting senior/supervisor that she/he wishes to appeal
against the decision, or failure to make a decision. The grievances can be referred to
the next tier of management within 7 days. The member may see the next tier of
management. Wherever possible, depending on the nature of the grievance, a
representative from Human Resources will be present. Again, a written response will
be provided as soon as reasonably possible. This decision is final.
 Every effort will be made to handle the complaint as quickly as possible, and all
grievances and grievance will be treated in the strictest confidence.
 Members have the right to raise grievances of a general nature at any time. But where
a grievance arises out of a specific incidence, the grievance must be raised within 20
working days of the incident happening.
 If a grievance is against a supervisor/reporting senior, the letter of complaint shouldbe
addressed to HR who will nominate another reporting senior to handle the grievance.
 If a grievance is raised about the behavior of a reporting senior during a disciplinary
hearing, the disciplinary procedure will be suspended for a short period to allow the
grievance hearing to be held. Whenever possible, another reporting senior will
continue with the disciplinary action once the grievance has been concluded. All
formal grievances should be referred to Human Resources.
 Human Resources will provide advice to the supervisor/reporting senior as to the
appropriate level of management to hold the grievance meeting or, if this is not
necessary, as to the appropriate method or actions needed to resolve the grievance.
 Members can get advice on the grievance procedure from Human Resources, including
getting assistance for drafting up their grievance letter.
 If a member who has resigned or a member who has already left submits a grievance,
it will be investigated as if they are still current members.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
RESIGNATION AND TERMINATION OF
EMPLOYMENT DEPARTURE
Resignation from any of the member of the organization will be as per the terms laid out in this
manual.

Termination of employment by the company

 The company may terminate the service of a member for reasons of non-performance/
gross misconduct/ misappropriation.
 The company will inform the member in writing of its decision to terminate the services
of the member.
 You may be asked to leave the organization with a reason or warning that will be given
twice for non-performance. You will be informed 2 weeks prior about the same.
 YHills Edutech Pvt Ltd. will be liable to compensate only for the number of
months/days for which you have served the organization.

Termination of employment by the employee (during Probation

Period)
During the probation period, you are required to give the company at least 2 weeks of notice
in writing before the final working day otherwise compensation for the number of months/days
for which you have served the organization will not be given.

Notice Period
 Post confirmation of your employment, you are required to give the company a
minimum of 45 days’ notice.
 Upon immediate termination, you will have to compensate by a pay of an amount equal
to 1 month’s salary.
 All resignations must be in writing and shall include the announcement of intention to
resign, the reason for resignation and the date of the last day to be worked. A copy of
the resignation will be placed in the employee's personnel file.
 All paid leaves will lapse from the day one resigns.
 If Notice period is not given then, company can hold back all the documents and
one month salary.
 Resignation mail or letter along with Exit details should be sent to HR. On receipt of
the resignation letter, the Management will take necessary action in terms of speaking
with the member for any revision in his / her decision of leaving the company.
 If management has decided to put an employee on notice, his/her resignation will not
be accepted.

Relieving after Resignation

 Employee can be relieved any time after the resignation as per the management
decision.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
  Salary (last working week) will be held by the company for the period of 2 weeks (i.e.,
the notice period) and the dues will be cleared in 2nd week's salary cycle from the
relieving month.
 For Example: If the notice is being served in the 1st week of the month, then the salary
for the previous month and that week will be put on hold and the dues will be cleared
after 2nd week's salary cycle from the relieving week.
 All the balanced planned/unplanned/sick leaves will be collapsed. Before taking the
leaves, employee need to take written approval from the immediate team leader, in this
case 1 day salary will be deducted. If leave does not approve so in these 3 days salary
will be deducted.
 Limited leads will be assigned on notice period. If any ex-employee wishes to take
leads, he/she must take a written permission from the management.
 If an employee wishes to join again after resignation all leaves taken will be considered
as unpaid leaves.
 If the employee is not ready to serve the notice period under any circumstances, then
his/her one-month salary will not be released.
 Please note that if any employee resigns from the assigned position within 3 months of
his/her appraisal, it will be revised to the previous salary.

Policy for Exit Interviews

 An exit interview is a survey that is conducted with an employee when he or she leaves
the company. The information from each survey is used to provide feedback on why
employees are leaving, what they liked about their employment and what areas of the
company need improvement. Exit interviews are most effective when the data is
compiled and tracked over time.
 Purpose: To ensure that exiting employees are informed of their benefits and rights
and to maintain accurate records on reasons for termination of employment.
 Policy: It is the policy of YHills Edutech Pvt Ltd to ensure that any employee whose
employment is being terminated (voluntarily or involuntarily) receives an exit
interview. The exit interview shall be held at the time of the employee's discharge. The
interview will be conducted by the HR Department.

Handling/taking over charge

 In the event of any member being separated from the company, the member will be
responsible for the smooth transition of his/her job responsibilities to the member taking
charge from him.
 When a member leaves his/her job due to transfer or separation from the company,
he/she will handover charge to his/her reporting senior, or the new member appointed
or nominated by the company to take over charge from him/her before he/she is
relieved from his/her position.
 The handling over/taking over exercise should cover the following:
a. All aspects of the activities and accountabilities attached to the job profile.
b. The outgoing member and the member taking over charge should jointly prepare a
report on handling over/taking over charge and submit it to the immediate superior
before the outgoing member is relieved from the company’s services.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
DISMISSAL
An employee may be dismissed for any legal reason but not limited to the following reasons:
 Violating a customer’s right to privacy.
 Incompetence or unfitness.
 Insubordination.
 Malfeasance/felony.
 Financial exigency of the library requiring the cutting of staff and operations.
 Abolition of position, but only after a reasonable effort has been made to place the
employee in a new position during the training period when it becomes evident that the
employee is not suited to their job.
(Employee should have been given written warnings and the opportunity to improve
performance. Repeated rudeness and poor conduct in dealing with the client).
 Reporting for work intoxicated by alcohol or under the influence of other personality
or consciousness altering drugs (immediate dismissal).
 Misuse of sick leave.
 Sexual harassment.
 At the discretion of the management, immediate dismissal may be made for serious
cases of insubordination or misbehavior.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
CONFIDENTIAL INFORMATION AND
INTELLECTUAL PROPERTY
 Confidential Information: From time to time, employees of YHills Edutech Pvt Ltd
may meet confidential information, including but not limited to information about
YHills Edutech Pvt Ltd.’s members, clients, finances, and business plans. Employees
are required to keep any such matters that may be disclosed to them or learned by
them confidential.
 Data breaching or trespassing any information related to YHills Edutech Pvt Ltd may
lead to serious consequences. Furthermore, any such confidential information, obtained
through employment with YHills Edutech Pvt Ltd must not be used by an employee for
personal gain or to further an outside enterprise.
 Intellectual property, such as trademarks, copyrights and patents, and any work created
by an employee in the course of employment at YHills Edutech Pvt Ltd shall be the
property of YHills Edutech Pvt Ltd and the employee is deemed to have waived all
rights in favor of YHills Edutech Pvt Ltd. Work, for the purpose of this policy refers
to written, creative or media work. All source material used in presentation or written
documents must be acknowledged.
 IT Information Storage and Security: Any devices used by employees at YHills
Edutech Pvt Ltd located at YHills Edutech Pvt Ltd address, acknowledge that these
devices and their contents are the property of YHills Edutech Pvt Ltd. Furthermore, it
should be understood by employees, that company equipment should be used for
company business only during normal working hours.
 Downloading of personal materials on company equipment can be harmful to said
equipment and should not be done.

PLEASE NOTE: YOU ARE NOT ALLOWED TO MAKE SOCIAL

MEDIA PAGES IN THE NAME OF THE COMPANY OR SPREAD
FALSE INFORMATION. IT MAY LEAD TO LEGAL ACTIONS AS
WELL AS NO STIPEND WOULD BE RELEASED.

HEALTH AND SAFETY

YHills Edutech Pvt Ltd along with its employees must take reasonable precautions to ensure
that the workplace is safe. The organization complies with all requirements for creating a
healthy and safe workplace in accordance with the Occupational Health and Safety Act.
Employees who have health and safety concerns or identity potential hazards should contact
the HR department.

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]
MERIT INCREASES
An increase may be granted to an employee based on the performance and feedback from Team
Leader in the month of April or October every year depending upon the cycle in which the
employee falls. Team Leaders may also delay an employee’s raise until unsatisfactory
performance has been corrected.
Note: If an employee does not receive appraisal in his/her completion of first year tenure,
percentage of appraisal awarded might be increased in the next performance evaluation.

POLICY FOR INCENTIVES

The purpose of an Incentive Plan is to motivate and reward key employees for accomplishing
individual performance goals established in accordance with the business/project targets of the
organization and company.

Incentive Compensation Plan Guidelines

 Participants may be removed from the incentive plan due to re-assignment or poor
performance.
 At the beginning of the plan/project, the management/team leaders will publish
business/project targets and approve the incentive plan participation list.
 The amount of the incentive award will be according to profit earned in the brand
(only if the given target is achieved) and will be determined by the Management, based
on actual performance relative to the participant’s goals.

YHills Edutech Pvt. Ltd. Reserves the right to frame/amend rules or take
decisions as may be necessary.
We would be grateful if you could kindly complete and return the copy of this letter by 28th
Nov 2023. If we do not hear from you within 3 days from the date of this letter, we shall assume
that you do not wish to take up the company’s offer of employment and our offer will lapse.
We sincerely hope that you will accept this appointment and look forward to hearing from you
soon.

Yours sincerely
Aman Kumar, CEO
YHills Edutech Pvt. Ltd.

ACCEPTANCE
I, hereby confirm the acceptance of the employment terms set out in this Offer Letter & the
enclosed Terms & Conditions of the employment.

Name: Sign:
Date:

Office No. B-98, Sector 2, Noida-201301

CIN No: U80902DL2021PTC377099
WEBSITE: WWW.YHILLS.COM EMAIL: [email protected]